Organizational structure serves multiple purposes, including defining roles and responsibilities, coordinating and controlling activities, and facilitating communication and collaboration.

Network structure is not a common type of organizational structure. Functional, divisional, and matrix structures are more commonly used.

In a functional structure, departments are grouped according to their function or specialty.

A divisional structure offers several advantages, including improved coordination and control, increased flexibility and adaptability, and better customer focus.

A matrix structure has several disadvantages, including increased complexity and bureaucracy, potential for conflict and confusion, and difficulty in coordinating and controlling activities.

When designing an organizational structure, several factors should be considered, including the size of the organization, the nature of the business, and the technology used.

Organizational culture plays a significant role in shaping organizational structure by influencing the way employees interact and collaborate, shaping the values and norms of the organization, and affecting the decision-making process.

Political change is not a common type of organizational change. Structural, technological, and cultural change are more commonly observed.

Managing organizational change presents several challenges, including resistance to change, lack of communication and involvement, and inadequate planning and preparation.

Successful organizational change requires several key factors, including strong leadership and vision, effective communication and involvement, and thorough planning and preparation.

Technology plays a significant role in shaping organizational structure by enabling new ways of working and collaborating, leading to changes in organizational processes and procedures, and influencing the design of organizational structures.

Organizational conflict is not a common type of organizational conflict. Interpersonal, intragroup, and intergroup conflict are more commonly observed.

Managing organizational conflict presents several challenges, including identifying the root causes of conflict, developing effective conflict resolution strategies, and promoting open communication and collaboration.

Successful conflict resolution requires several key factors, including active listening and empathy, willingness to compromise and find common ground, and focus on the underlying interests rather than positions.

Leadership plays a significant role in shaping organizational culture by setting the tone and values of the organization, influencing the way employees interact and collaborate, and shaping the decision-making process.